People as Our Most Important Asset: A Critical Exploration of Agility and Employee Commitment

Abstract

In this article, we examine how employees experience different types of work commitment at an IT consultancy company using agility to give staff greater autonomy and decision-making latitude. We analyze its agile practices through an in-depth case study comprising interviews and non-participative observation of managers and employees, concluding that the company aims to increase autonomy and decision-making latitude by introducing agile approaches to project management, but thereby risks eroding its employees’ commitment. Indeed, the new social dynamics engender new professional insecurities and decision-making passivity and appear to lack a clear organizational purpose, thus challenging certain aspects of employee commitment.

Do agile work practices impact team performance through project commitment? Evidence from the information technology industry

“…Koch and Schermuly, 2021;M€ uller and Antoni, 2022). Agile teams typically work in short iterations, with regular feedback and reviews (Dupret and Pultz, 2022). These practices establish a sense of the overall project goal and ownership of their work, strengthening the team's strong emotional connections with their project (Ogbonnaya, 2019;Koch and Schermuly, 2021).…”

“…Agile practices require employees to collaborate in teams instead of working within hierarchically organized departments (Junker et al, 2022). In IT companies, agile practices also require team members to perform their tasks with high dedication, involvement, accountability, and willingness to participate (Dupret and Pultz, 2022), known as project commitment (Buvik and Tvedt, 2017). It may further affect the desired team outcomes (Peeters et al, 2022).…”

Employee Empowerment and HR Flexibility in Information Technology SMEs

“…This, again, results in employees being able to quickly acquire new skills when needs arise. Further, because employees identify themselves with the organization and are affectively committed to the organization, 70 they are willing to apply new knowledge as needed by the organization. Thus, employee empowerment contributes to flexibility in both employee skills and behaviors:…”

Workplace Bullying and Supervisor Support Effects on Turnover Intention: The Work-family Conflict Mediation

“…Employees in this industry may be considered to play an essential role in bringing the organization's identity to reality for consumers (Karatepe et al, 2019). Employees are viewed as an organization's most valuable asset (Dupret & Pultz, 2022). Human resources are frequently used by organizations within the global business arena to gain a competitive advantage through employees' major contributions to the organization's profitability due to their knowledge, skills, and professional attitudes.…”